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b'Good intentions\\n\\n* Defines scope of responsibilities - most don\'t really do this they only are a list of tasks and limit responsibilities setting up silos and puts people into a\\xa0\\u201cbox" - but gets outdated almost as soon as it\\u2019s completed\\n* Protects everyone - yes, is written correctly, if not the JD can create a liability for the employer in a lawsuit\\n* Defines expectations - hardly ever includes\\n* Clarifies a proper fit for the person - only if competencies ar defined in the document\\n\\n A new paradigm The Position Definition Outlining Role & Responsibility\\n\\n\\n* The competencies are clearly stated for the position -\\xa0education and\\xa0experience \\n* Clearly define the role for the team member and the responsibility that goes with that role - example: Director of Marketing\\u2019s role is to create and implement marketing strategies for increasing the income by 25% over the next 12 months\\n* Develop a set of Performance Expectations - define the outcomes for 30, 60, 90 days and for 1 year\\n* Create weekly flash meetings for teams to share accomplishments\\xa0from the past week and to define deliverables for the upcoming week.\\nLearn more about your ad choices. Visit megaphone.fm/adchoices'